중환자실 간호사의 셀프리더십, 감성지능, 간호전문직관이 간호업무성과에 미치는 영향

Abstract

본 연구는 중환자실 간호사의 셀프리더십, 감성지능, 간호전문직관, 간호업무성과 정도를 파악하고 간호업무성과의 영향요인을 확인하기 위한 서술적 조사연구이다. 연구 대상자는 서울시 소재 상급종합병원에 재직 중인 경력 6개월 이상의 간호사 121명이다. 셀프리더십, 감성지능, 간호전문직관, 간호업무성과는 구조화된 자가보고식 설문지를 이용하여 측정하였고 자료 수집은 2021년 12월 6일부터 2021년 12월 16일까지 실시하였다. 대상자의 일반적 특성, 셀프리더십, 감성지능, 간호전문직관, 간호업무성과는 실수와 백분율, 평균과 표준편차를 이용하여 기술통계로 분석하였다. 대상자의 일반적 특성에 따른 셀프리더십, 감성지능, 간호전문직관, 간호업무성과의 차이는 independent t-test, one-way ANOVA로 분석하였고 Scheffé’s test로 사후 검정하였다. 셀프리더십, 감성지능, 간호전문직관과 간호업무성과의 상관관계는 Pearson’s correlation coefficients로 분석하였다. 간호업무성과의 영향요인을 확인하기 위해 multiple regression으로 분석하였다. 본 연구의 결과는 다음과 같다. 1. 셀프리더십, 감성지능, 간호전문직관, 간호업무성과 정도 본 연구에서 셀프리더십 정도는 평균 3.66±0.40점(5점 만점)이었고 셀프리더십 하위영역의 평균은 자기보상 3.93±0.58점, 리허설 3.79±0.69점, 자기기대 3.62±0.50점, 자기비판 3.59±0.85점, 자기목표설정 3.52±0.68점, 건설적 사고 3.48±0.61점 순이었다. 감성지능 정도는 평균 5.06±0.62점(7점 만점)이었고 타인감성인식 5.31±0.75점, 자기감성인식 5.21±0.82점, 감성활용 4.89±0.85점, 감성조절 4.83±1.01점 순이었다. 간호전문직관 정도는 평균 3.59±0.37점(5점 만점)이었고 간호 독자성 4.35±0.82점, 간호계 역할 3.83±0.54점, 간호 전문성 3.68±0.51점, 전문직 자아개념 3.66±0.39점, 사회적 인식 3.05±0.65점 순이었다. 간호업무성과 정도는 3.11±0.29점(4점 만점)이었고 간호업무능력 3.17±0.32점, 간호과정적용 3.12±0.37점, 간호업무수행태도 3.04±0.35점, 간호업무수준향상 3.03±0.39점 순이었다. 2. 일반적 특성에 따른 셀프리더십, 감성지능, 간호전문직관, 간호업무성과의 차이 본 연구에서 셀프리더십은 학력(t=-2.64, p=.009)에 따라 통계적으로 유의한 차이가 있는 것으로 나타났다. 감성지능은 일반적 특성에 따라 통계적으로 유의한 차이를 보이는 항목이 나타나지 않았다. 간호전문직관은 성별(t=3.22, p=.002), 나이(F=3.79, p=.025)에 따라 유의한 차이가 있는 것으로 나타났다. 간호업무성과는 성별(t=2.39, p=.018), 나이(F=20.62, p<.001), 결혼 여부(t=-2.94, p=.004), 학력(t=-4.05, p<.001), 총 경력(F=11.95, p<.001), 중환자실 경력(F=12.44, p<.001)과 근무 부서(F=3.33, p=.026)에 따라 통계적으로 유의한 차이가 있는 것으로 나타났다. 3. 셀프리더십, 감성지능, 간호전문직관, 간호업무성과의 상관관계 본 연구에서 셀프리더십, 감성지능, 간호전문직관은 모두 간호업무성과와 유의한 상관관계가 있는 것으로 나타났다. 셀프리더십(r=.41, p<.001), 감성지능(r=.31, p<.001), 간호전문직관(r=.24, p=.007)은 간호업무성과와 유의한 양의 상관관계가 있었다. 4. 간호업무성과의 영향요인 간호업무성과에 영향을 미치는 요인은 중환자실 경력(β=-.418, p<.001), 셀프리더십(β=.297, p=.001), 감성지능(β=.173, p=.046)으로 확인되었고 총 설명력은 34%이었다. 본 연구 결과 중환자실 간호사의 중환자실 경력, 셀프리더십, 감성지능의 정도가 높을수록 간호업무성과가 높았다. 간호업무성과를 높이고 효과적인 간호조직 관리를 위해서는 중환자실 간호사의 경력 유지를 위한 조직적 차원의 방안 마련이 필요하다. 또한 중환자실 간호사의 셀프리더십과 감성지능을 발달시키고 간호 상황에서 발휘할 수 있도록 훈련하는 교육 및 코칭 프로그램을 개발, 적용할 필요가 있다. 본 연구는 기존에 연구되지 않았던 중환자실 간호사의 셀프리더십, 감성지능, 간호전문직관과, 간호업무성과의 관계를 규명한 점에서 의의가 있다. 본 연구 결과를 추후 중환자실 간호사의 간호업무성과를 높이기 위한 효율적인 방안 마련의 기초자료로 활용할 수 있을 것이다. ;This discriptive study aimed to examine the degree of self-leadership, emotional intelligence, nursing professionalism, and nursing performance of intensive care unit(ICU) nurses, as well as to identify factors influencing nursing performance. The study participants were 121 nurses with over 6 months of experience working at a tertiary general hospital in Seoul. Self-leadership, emotional intelligence, nursing professionalism, and nursing performance were measured using a structured self-report questionnaire. Data were collected from December 6th to 16th, 2021. Participants’ general characteristics, self-leadership, emotional intelligence, nursing professionalism, and nursing performance were analyzed via descriptive statistics using real numbers, percentages, means, and standard deviations. Differences in self-leadership, emotional intelligence, nursing professionalism, and nursing job performance according to the general characteristics of the participants were analyzed using an independent t-test and one-way analysis of variance. Post-hoc tests were performed using Scheffé's test. Correlations between self-leadership, emotional intelligence, nursing professionalism, and nursing performance were analyzed using Pearson's correlation coefficients. Multiple regression analysis was used to determine the factors affecting nursing performance. The results of this study are as follows. 1. The average score on self-leadership was 3.66±0.40 (perfect scores=5). The average scores on the sub-areas of self-leadership were, 3.93±0.58, 3.79±0.69, 3.62±0.50, 3.62±0.50, 3.59.±0.85, 3.52±0.68, and 3.48±0.61 for self-reward, rehearsal, self-expectation, self-criticism, self-goal setting, and constructive thinking, respectively. The degree of emotional intelligence was 5.06±0.62 (perfect scores=7) on an average. The average scores on the sub-areas of emotional intelligence were, 5.31±0.75, 5.21±0.82, 4.89±0.85, and 4.83±1.01 for other’s emotion appraisal, self-emotion appraisal, use of emotion,and regulation of emotion, respectively. The degree of nursing professionalism was 3.59±0.37 (perfect scores=5) on an average. The average scores on the sub-areas of nursing professionalism were, 4.35±0.82, 3.83±0.54, 3.68±0.51, 3.66±0.39, and 3.05±0.65 for nursing independence, role of nursing profession, nursing professionalism, professional self-concept, and social awareness, respectively. The average score on the nursing performance was 3.11±0.29 (perfect scores=4). The average scores on the sub-areas of nursing performance were, 3.17±0.32, 3.12±0.37, 3.04±0.35, and 3.03±0.39 for nursing ability, nursing process application, nursing attitude, and nursing improvement, respectively. 2. In this study, the differences in self-leadership, emotional intelligence, nursing professionalism, and nursing performance according to the general characteristics of the participants were as follows. There was a statistically significant difference in self-leadership according to educational background (t=-2.64, p=.009). Regarding emotional intelligence, none of the items showed statistically significant differences according to general characteristics. Nursing professionalism showed statistically significant differences according to sex (t=3.22, p=.002), and age (F=3.79, p=.025). Nursing performance showed statistically significant differences according to sex (t=2.39, p=.018), age (F=20.62, p<.001), marital status (t=-2.94, p=.004), educational background (t=-4.05, p<.001), total experience (F=11.95, p<.001), ICU experience (F=12.44, p<.001), and work department (F=3.33, p=.026). 3. In this study, self-leadership, emotional intelligence, and nursing professionalism were found to be significantly correlated with nursing performance. Self-leadership (r=.41, p<.001), emotional intelligence (r=.31, p<.001), and nursing professionalism (r=.24, p=.007) were positively correlated with nursing performance. 4. Factors affecting nursing performance were ICU experience (β=-.418, p<.001), self-leadership (β=.297, p=.001), and emotional intelligence (β=.173, p =.046), with the total explanatory power of 34%. As a result of this study, the higher the degree of ICU career, self-leadership, and emotional intelligence of ICU nurses, the higher the nursing performance. To effectively improve nursing performance and manage nursing organizations, it is necessary to prepare organizational measures to maintain the career of nurses in the ICU. In addition, it is necessary to develop and apply an education and coaching program that improve the self-leadership and emotional intelligence of nurses in the ICU and train them to exercise in nursing cases. This study is meaningful because it investigated the relationship between self-leadership, emotional intelligence, nursing professional intuition, and nursing work performance of nurses in the ICU, which have not been studied previously. The results of this study can be used as a baseline for constructing efficient measures to improve the nursing performance of nurses in the ICU in the future.